UTILITY

Question 1

usefulness of some things or some process.

Answer 1

UTILITY

Question 2

In the context of psychometrics, it pertains to the usefulness of a test.

Answer 2

UTILITY

Question 3

Practical value of testing to improve efficiency/training program or intervention.

Answer 3

UTILITY

Question 4

SOME FREQUENTLY RAISED UTILITY ISSUES

Answer 4

COST EFFICIENCY
SAVINGS IN TIME
COMPARATIVE UTILITY
CLINICAL UTILITY
DIAGNOSTIC UTILITY
PERSONNEL SELECTION

Question 5

FACTORS THAT AFFECT A TEST’S UTILITY

Answer 5

PSYCHOMETRIC SOUNDNESS
COSTS
BENEFITS

Question 6

Higher criterion-related validity of test scores for making a particular decision, the higher the utility of the test is likely to be

Answer 6

PSYCHOMETRIC SOUNDNESS

Question 7

a reliable and valid test is a useful test

Answer 7

PSYCHOMETRIC SOUNDNESS

Question 8

In the context of test utility, it refers to disadvantages, losses, or expenses in both economic and noneconomic terms.

Answer 8

COSTS

Question 9

Expenditures associated with testing or not testing.

Answer 9

COSTS

Question 10

refers to profits, gains, or advantages.
Some benefits that can be acquired for using a well-designed testing program

Answer 10

BENEFITS

Question 11

BENEFITS THAT CAN BE ACQUIRED USING WELL-DESIGNED TESTING PROGRAM

Answer 11

An Increased in the quality of the workers’ performance
An increased in the quantity of the workers’ performance
A decrease in the time needed to train workers
A reduction in the number of accidents
A reduction in worker turnover

Question 12

family of techniques that entails a cost-benefit analysis designed to yield information relevant to a decision about the usefulness of a tool assessment

Answer 12

UTILITY ANALYSIS

Question 13

evaluates whether the benefits of using a test outweigh the costs

Answer 13

UTILITY ANALYSIS

Question 14

It helps in making decisions regarding whether:
➔ one test is preferable to another test for use for a specific purpose
➔ one tool of assessment is preferable to another tool of assessment for a specific purpose

➔the addition of one or more tests to one or more tests that are already in preferable for purpose
➔ no testing or assessment is preferable to any testing or assessment

Answer 14

UTILITY ANALYSIS

Question 15

an indication of the likelihood that a testtaker will score within some interval of scores on a criterion measure—an interval that that may be categorized as “passing”, “acceptable”, or “failing”.

Answer 15

EXPECTANCY DATA

Question 16

WHAT DATA IS USE TO CONDUCT UTILITY ANALYSIS

Answer 16

EXPECTANCY DATA

Question 17

It provides an estimate of the extent to which inclusion of a particular test in the selection system will improve selection

Answer 17

TAYLOR-RUSSEL TABLES

Question 18

● It provides an estimate of the percentage of the employees hired by the use of a particular test who will be successful at their jobs, given different combinations of three variables: test’s validity, selection ratio, and base rate.

Answer 18

TAYLOR-RUSSEL TABLES

Question 19

number of available positions ÷ total number of applicants

Answer 19

SELECTION RATIO

Question 20

used for obtaining the difference between the means of the selected and unselected groups to derive an index of what the test is adding to already established procedures

Answer 20

NAYLOR-SHINES TABLE

Question 21

the proportion of people that an assessment tool accurately identifies as possessing or exhibiting a particular trait, ability, behavior, or attribute

Answer 21

HIT RATE

Question 22

The proportion of people that an assessment inaccurately identifies

Answer 22

MISS RATE

Question 23

● a specific type of miss whereby an assessment tool falsely indicates that the testtaker possesses or exhibits a particular trait, ability, behavior, or attribute

Answer 23

FALSE POSITIVE

Question 24

a specific type of miss whereby an assessment tool falsely indicates that the testtaker does not possesses or exhibits a particular trait, ability, behavior, or attribute

Answer 24

FALSE NEGATIVE

Question 25

developed by Hubert Brodgen, is a formula for the utility gain resulting from the use of a particular selection instrument under specified conditions

Answer 25

BRODGEN-CRONBACH-GLESER FORMULA

Question 26

refers to an estimate of the benefit of using a particular test or selection method

Answer 26

UTILITY GAIN

Question 27

refers to an estimated increase in work output

Answer 27

PRODUCTIVITY GAIN

Question 28

SOME PRACTICAL CONSIDERATION

Answer 28

THE POOL OF JOB APPLICANTS THE COMPLEXITY OF THE JOB CUT SCORE IN USE

Question 29

There is a limitless supply of potential employees looking for employment

Answer 29

THE POOL OF JOB APPLICANTS

Question 30

Some jobs have require unique skills or demand great sacrifice that there are relatively few people who would even apply, let alone be selected

Answer 30

THE POOL OF JOB APPLICANTS

Question 31

May also vary depending on economic climate

Answer 31

THE POOL OF JOB APPLICANTS

Question 32

Same sorts of approaches to utility analysis are put to work for positions that vary greatly in terms of complexity

Answer 32

COMPLEXITY OF THE JOB

Question 33

reference point derived as a result of a judgement and used to divide a set of data into two or more classifications.

Answer 33

CUTOFF SCORE

Question 34

reference point that is set based on norm-related considerations rather than on the relationship of test scores into a criterion

Answer 34

RELATIVE CUT SCORE

Question 35

a reference point that is typically set with reference to a judgement concerning minimum level of proficiency required to be included in a particular classifications.

Answer 35

FIXED CUT SCORE

Question 36

the use of two or more cut scores with reference to one predictor for the purpose of categorizing testtakers

Answer 36

MULTIPLE CUT SCORE

Question 37

a cut score is in place for each predictor used.

Answer 37

MULTIPLE HURDLE

Question 38

an assumption is made that high scores on one attribute can “balance out” or compensate for low scores on another attribute.

Answer 38

COMPENSATORY MODEL OF SELECTION

Question 39

METHODS OF SETTING CUT SCORES

Answer 39

ANGOFF METHOD IRT- BASED METHODS BOOKMARK METHOD

Question 40

this method for setting fixed cut scores can be applied to personnel selection tasks as well as to questions regarding the presence or absence of a particular trait, attribute, or ability.

Answer 40

ANGOFF METHOD

Question 41

cut scores are typically set based on testtakers’ performance across all the items on the test.

Answer 41

IRT-BASED METHODS

Question 42

cut scores are typically set based on testtakers’ performance across all the items on the test.

Answer 42

IRT-BASED METHODS

Question 43

a standard setting method used to establish one or more cut scores associated with interpretable levels of performance on an assessment

Answer 43

BOOKMARK METHOD